1. Finding the job that fits… for the road to success!
Job Carving
Finding the job that fits…
for the road to success!

2. Job Carving
Creating a job that fits the unique abilities of the worker.
Matching the worker’s unique “contributions” and assets with the needs of an employer.

3. CONT….
Job Carving is a way of splitting jobs to ensure the most suitable person carries out each task.
It is a concept that can benefit both employers and employees through increasing productivity by realigning workers tasks.
It is a flexible way of managing a workforce, which allows employers to utilise their staff skills in the most productive way whilst enabling disabled people to make a valuable contribution to the world of work.

4. CONT….
For some employees job carving may be more akin to organizing flexible working hours so that a person who has a disability and is only able to work 6 hours per week can fill the gap left by the working mother who can only work 30 hours of a full-time post. For some people job carving can be part of a package of supported employment where the employer and employee will receive 'just enough help from a support organization to ensure success'

5. COMMITMENT AS AN EMPLOYER
Agree to Job Carving
· Identify tasks suitable for Job Carving
· The going rate of pay
· Conditions of service
· Equal access to training / development and equal opportunities to a diverse workforce
· Assisting people who are traditionally excluded from economic and social life

6. WHAT ARE THE ADVANTAGES TO AN EMPLOYER?
· Develop existing employee skills · Create a diverse workforce · Increase understanding of Disability · Positive impact in your local community · Access to a valuable, committed source of recruitment

7. ADVANTAGES TO EMPLOYEE
Improved confidence and self-esteem
· Learn new work-based skills
· Increased independence
· Better social networks
· Earn a wage which leads to more choices
Career development

8. PROCESS OF JOB CARVING
Reveal the contributions, potential, and dreams of the individual.
• Seek out employment opportunities that utilize, exploit, or highlight the contributions.
• Perform a formal (i.e. written) job analysis in order to determine task sequencing, natural supports, operations that may require additional instruction, modification, alternative production methods, or that may need to be performed in partnership with or by another worker •

9. CONT….
Engage in interest-based negotiation that highlights the individual’s contribution to the workplace and offers a reasonable and understandable re-arrangement of work tasks in order to employ the individual. Interest-based negotiation, in this instance, assumes that the applicant and the employer both have common desires: one person wants to work and the other needs someone to work.
• Provide quality consultation to the employer and co-workers so that they can teach the individual the job.
• Provide on-going support to the employer and the worker.

10. JOB CARVING GOING WRONG
Monotonous job for the employee
Biasness
If no rotation of jobs he will not be able to know the whole organization
Leads to dependency
Employee feels arrogant as they are masters in what they are doing

11. How do you begin?
Determine a potential employees capabilities, needs and interests through whole-life planning.
Make connections with potential employers.
Analyze work duties that an employer needs completed.
Compare duties with abilities.
Match specific tasks with potential employee.

12. Person-Centered Planning
To look at an individual in a different way.
To assist the focus person in gaining control over their own life.
To increase opportunities for participation in the community.
To recognize individual desires, interests, and dreams.
Through team effort, develop a plan to turn dreams into reality.

13. Skills and Interest Survey…What do you want to be when you grow up?
What do your parents do?
What did you experienced as a child?
What were your areas of interest in school?
What are you good at?
What do you think you would like to do?

14. What are the things that you lack interest in ?
Skills and Interest Survey…What are you afraid of becoming when you grow up?
What are the things that you lack interest in ?
What are the most challenging tasks for you?
What kinds of jobs do you hope to avoid?
Why do you feel this way about certain jobs?
What job would not be a good fit?

15. Learning Styles…How do I learn best?
70% learn by on-the-job training models
20% learn by attending training sessions
10% learn by reading about a topic
Peter Senge, author of The Fifth Discipline

16. What’s Out There… What’s happening in your neighborhood?
What’s happening in your community?
Who do your parents or family members know?
What are your friends doing?
Who’s hiring? Where do you look for openings? How do you get an application?
Hot Jobs

17. Making Connections
Find employers who are willing to help create mentorships
Share interests and abilities with potential employers
Promote special skills or qualifications
Match skills with work duties

18. Analyzing Work Duties Consider work duties for specific jobs
Determine specific skills required to perform work duties.
Consider adaptations that may help to complete work duties.
Promote self by describing interests, abilities, and ways to meet job expectations.

19. The Survey Says…
91% felt that the job performance of their co-worker with a disability was very good or good
92% were more favorable or much more favorable toward companies that hire people with disabilities
96% believed that businesses that hire people with disabilities help the employees lead more productive lives
2006 Gallup Poll

20. It’s a “Win-Win”… Employers have workers who are suited for a job.
Workers have the opportunity to gain experience and develop interests.
Positive community relationships are built.
Workers become productive citizens and contributing members of society

21. Life is a Highway… All of our experiences make us who we are.
Our experiences take us down different paths…some that we continue to travel and some that are dead ends.
Life can be an adventure!

22. CASE STUDY

23. FACTS OF CASE
THERE WAS AN EMPLOYER WHO TRIED TO IMPLEMENT JOB CARVING IN AMERICAN EXPRESS
HOW EVER EMPLOYEE RESISTED IT AND THEY WERE NOT INTERESTED TO TELL THEIR NEEDS, ABILITY, DISABILITY, ETC
HENCE HE HIRED 5 DISABLE EMPOLOYEES OF ORGANISATION
HE GAINED THE CONFIDENCE OF THOSE PEOPLE AND TRIED JOB CARVING ON THEM
HE WAS VERY SUCESSFUL AS HE CAME OUT WITH FLYING COLOURS BUT STILL COMPANY TOLD TO HIM THAT YOUR IDEA IS VERY NICE BUT IT CANT BE IMPLEMENTED ON WHOLE ORGANISATION

24. WHAT HE SHOULD DO …….???